Thames Valley Police - Policies and procedures - Alphabetical listing of all policies and procedures

Alphabetical listing of all policies and procedures

All Thames Valley Police policies and procedures in this section have been through a rigorous auditing and consultation process.

This is to make sure that they comply both with the law in general and with specific legislation about data protection, freedom of information, diversity, health and safety and human rights.

Please select a letter link below to jump to all policies beginning with that letter.

Policies beginning with the letter 'A'

Abnormal Loads (PDF 201 Kb - opens new window)

This policy details how Thames Valley Police and Hampshire Constabulary staff will administer and when necessary deploy Roads Policing officers from the Joint Operations Unit [JOU] to escort abnormal loads through the Five Counties [Hampshire, Isle of Wight, Berkshire, Buckinghamshire & Oxfordshire].

Abstraction and Annual Leave (PDF 184 Kb - opens new window)

To provide force wide policy guidelines for managing abstractions whilst maintaining appropriate levels of cover on Basic Command Units and departments. Abstractions cover a wide range and include annual leave, court attendance, training, courses, Time Off In Lieu (TOIL), maternity leave, paternity leave, time off for dependants, study leave and rest days in lieu.

Abstraction and Annual Leave Equality Impact Assessment (PDF 105 Kb - opens new window)

Accommodation Changes-Police Officers (PDF 140 Kb - opens new window)

To provide guidance to police officers who wish to change their accommodation.

Accommodation Changes Equality Impact Assessment (PDF 179 Kb - opens new window)

Acting Ranks - police officers (Word document 377 Kb - opens new window)

Performing the duty of a higher police rank (referred to universally as ‘acting’) is a common practice within the force. Provision for additional temporary salary to those who undertake acting roles is laid down in Police Regulations (Reg. 40).

This policy paper does not seek to deal with acting at Association of Chief Police Officers (ACPO) level nor the closely associated matter of nominating a Deputy Chief Constable (designate), both of which are, and will continue to remain, the preserve of the Chief Constable.

Acting Ranks - Diversity Impact Assessment (PDF 112 Kb - opens new window).

Additional leave policy (PDF 264 Kb - opens new window)

The purpose of this document is to provide guidance to officers, staff and line managers on the different entitlements, whether they are paid or unpaid, the effect on pay, service and pensions and the process for making applications for the various types of time off work.

Additional Leave DIA (PDF 182 Kb - opens new window)

Adoption leave (PDF 149 Kb - opens new window)

The specific aims of the Policy are:

To provide members of staff with information on their rights to Adoption Leave and Adoption Pay.
To provide management guidance on the eligibility and entitlement of members of staff to Adoption Leave and Adoption Pay.

Adult Cautions (PDF 97 Kb - opens new window)

To encourage consistency in the use of cautioning for adult offenders in line with current legislation and Home Office guidance. The accurate use of and recording of cautions can contribute to improved public confidence in the criminal justice system and also contributes towards reducing the likelihood of re-offending.

Appendix C (PDF 32 Kb - opens new window).

Alarms Policy - ACPO (security systems)

Thames Valley Police has implemented the national policy on responding to security systems. The policy aims to reduce the amount of time and money spent reacting to false calls, and puts the onus on the system user at the premises where alarms frequently go off to upgrade their security systems.

Alcohol and Substance Misuse Testing (PDF 66 Kb - opens new window)

The purpose of this policy is to ensure a workplace free from the risk of alcohol, drug or substance misuse or abuse and the underlying principle is prevention by providing support and treatment for staff with an alcohol or drugs problem.

As stated above, this Policy eventually will bring parity of treatment between Police officers, Special Constables, Police Community Support Officers and Police staff, thereby allowing Thames Valley Police to meet its responsibilities as an employer to protect its workforce.

Alcohol and Substance Misuse Testing Diversity Impact Assessment (PDF 94 Kb - opens new window).

Attendance Management (PDF 372 Kb - opens new window)

This policy sets out the responsibilities of each individual in respect of absence management guidance. It informs line managers/supervisors how to record a member of staff absent from work due to sickness, the necessary action to be taken and documentation to be completed.

Policies beginning with the letter 'B'

Bicycles – Management of Police Cycles (PDF 97 Kb - opens new window)

Bicycles – Management of Police Cycles - Diversity Impact Assessment (PDF 80 Kb - opens new window).

Bonus Payments for Police Officers (PDF 53 Kb - opens new window)

To define, eligibility guidelines for bonus payments, award categories and amounts, a simple authorisation procedure and payment processes.

Bonus Payments for Police Staff (PDF 49 Kb - opens new window)

To define eligibility guidelines for bonus payments, award categories and amounts, a simple authorisation procedure and payment processes.

Breastfeeding Guidelines (PDF 59 Kb - opens new window)

To inform staff and line managers of employment rights relating to breastfeeding in the workplace.

Breastfeeding Guidelines - Diversity Impact Assessment (PDF 44 Kb - opens new window).

Breath testing drivers involved in accidents (PDF 179 Kb - opens new window)

Breath testing drivers involved in accidents - Diversity Impact Assessment (PDF 30 Kb - opens new window).

Business Continuity policy (PDF 186 Kb - opens new window)

Business continuity plans are to be established to ensure Thames Valley Police (TVP) can continue to deliver a minimum level of service in its critical functions in the event of any disruption.

Thames Valley Police Authority and the Chief Constable have agreed to adopt a pro-active approach to Business Continuity Management in order to comply with the Civil Contingencies Act 2004 and to ensure consistency with the principles of good Corporate Governance.

Business Interests of Police Officers (PDF 187 Kb - opens new window)

The Police Regulations 1995 impose restrictions on the private lives of Police Officers, in particular officers who have a business interest. The objective is to ensure, not only efficiency in doing the job, but also that officers shall at all times abstain from any activity which is likely to interfere, or give the impression of interfering, with the impartial discharge of their duties.

Business Interests of Police Officers - Diversity Impact Assessment (PDF 70 Kb - opens new window).

Policies beginning with the letter 'C'

Cannabis – Policing Possession

The purpose of the policy is to clarify the disposal options available to officers when dealing with offences of possession of cannabis by adult and young offenders, and to highlight the factors which are likely to influence that decision.

The policy does not apply to offences of possession with intent to supply cannabis or any other supply offence.

The policy takes into account (i) the reclassification of cannabis from a Class C to a Class B drug by Schedule 2 of the Misuse of Drugs Act 1971 and (ii) the Serious and Organised Crime and Police Act 2005 (SOCAP) which amended Section 24 of The Police and Criminal Evidence Act 1984 (PACE). Possession of Cannabis under Section 5(2) Misuse of Drugs Act 1971, is an indictable offence, therefore, in common with many other offences a power of arrest, is provided by PACE.

Career Breaks - Police Officers (PDF 133 Kb - opens new window)

Thames Valley Police is committed to a policy of equality of opportunity and recognises that flexible working practices offer benefits both for the organisation and for Police Officers.

Career Breaks - Diversity Impact Assessment (PDF 50 Kb - opens new window).

Career Pathways and Posting for Police Officers (PDF 137 Kb - opens new window)

To complement efforts to continuously improve operational performance through highly motivated, appropriately skilled and properly managed police officers, who retain a strong community focus and broad policing perspective.

Career Pathways and Posting for Police Officers DIA (PDF 87 Kb - opens new window)

Career Progression and Performance - Diversity Impact Assessment (PDF 76 Kb - opens new window).

Cash and Counterfeit Currency Seizures (PDF 251 Kb - opens new window)

The intention of this policy is to ensure that:-

Staff are aware of their power to seize cash amounts of £1000 or more.
Staff follow the correct procedures when they search for and seize cash amounts of £1000 or more.
There is an increase in cash seizures of £1000 or more.
Cash (£1000 or more) seized is successfully forfeited at court.
Staff are aware of the correct procedures when they seize less than £1000 cash or counterfeit currency.
Staff are aware when they should notify the Economic Crime Unit regarding offenders who require financial investigation.

Cautioning Adult Offenders (PDF 97 Kb - opens new window)

This policy aims to encourage consistence in the use of cautioning for adult offenders in line with current legislation and Home Office guidance. The accurate use of and recording of cautions can contribute to improved public confidence in the criminal justice system and also contributes towards reducing the likelihood of re-offending.

Appendix C (PDF 32 Kb - opens new window).

Certificates (PDF 93 Kb - opens new window)

This policy is designed to provide guidance for Basic Command Unit/Local Police Area Commanders, Heads of Department and Secretariat as to the eligibility, criteria and procedures for all of the current force-wide certificates.

Certificates - Diversity Impact Assessment (PDF 86 Kb - opens new window).

Child Abuse Investigation (PDF 75 Kb - opens new window)

The Home Office, through Centrex, have produced the document ‘Guidance on Investigation Child Abuse and Safeguarding Children 2005’. The purpose of this policy is to provide clear guidance for all staff in line with the national guidance document and to ensure, where possible, compliance with the ‘Climbie’ recommendations, ‘Working Together to Safeguard Children’ and The Children’s Act 2004.

Child Abuse Investigation - Diversity Impact Assessment (PDF 95 Kb - opens new window).

Charging for Police Services (PDF 43 Kb - opens new window)

The intention of the policy is: To outline the methodology for providing a consistent approach to charging by Thames Valley Police.

This includes:
Events and football matches.
Other Government agencies.
Mutual aid.
Goods & services.

Child Rescue Alert (PDF 74 Kb - opens new window)

This document sets out Force policy and procedures in relation to the activation of a ‘Child Rescue Alert’. This is a unique national scheme whereby police forces have a pre-agreement with broadcasters that they will interrupt programming to send out urgent information to the public to help recover a kidnapped or abducted child. The principle of alerting the public to a child kidnap, in an attempt to save the child’s life, originated in the United States. The scheme in the UK is called ‘Child Rescue Alert’.

Compassionate Leave (PDF 51 Kb - opens new window)

This document aims to provide advice and guidance to staff responsible for granting compassionate leave and to promote a consistent and reasonable approach across the force. (Time off work for other than the specific reasons above are addressed in a number of provisions, including the Time Off for Dependants provisions under the Police Regulations 2003, Time Off for Dependants in the Police Staff handbook and the Paternity and Paternal leave entitlement policies).

Compassionate Leave - Diversity Impact Assessment (PDF 148 Kb - opens new window).

Competence Related Threshold Payments (PDF 65 Kb - opens new window)

To explain the use of the guidance booklet, clarify eligibility requirements, define the authorisation process and outline payment processes.

Contact Management Strategy (PDF 66 Kb - opens new window)

The term ‘contact centres’ is used in recognition of the fact that initial contact to the Police that predominantly is by telephone is also moving into other electronic forms of communication, such as e-mail and SMS Text messaging. ‘Contact Management’ is the management of this initial contact with the public from initial receipt of the contact through to resolution of the immediate nature of the contact. This may be the provision of information, securing the attendance of a Police Officer, the recording of a complaint of crime or any other method of achieving a resolution to the request for service. The scope of this strategy does not include direct contact at police station front counters, or the subsequent investigation of crimes or incidents and prosecution of offenders. It is confined to the scope of the key elements of contact management as identified within the Home Office and Her Majesty's Inspectorate of Constabulary (HMIC) publications.

The Crime Recording, Investigation and Management policy is under review

The intention of this policy is to:

Improve the quality of service to the victims of crime.
Provide greater consistency between Thames Valley Police LPAs in the recording of crime.
Improve the effectiveness of crime investigation and management.
Improve intelligence gathering processes.
Focus existing resources more effectively.
Reduce crime by increasing detections and offenders brought to justice.
Increase the availability of operational staff for high visibility patrol.

Critical Incidents (PDF 128 Kb - opens new window)

To ensure Thames Valley Police provide an effective response to events graded as “Critical Incidents” anywhere within their police area and to raise the awareness of Thames Valley Police employees to the fact that, when attending any incident the effectiveness of their response to it, could have a significant impact on the confidence of the victim, their family and/or the community in the police service.

Critical Incidents - Diversity Impact Assessment (PDF 119 Kb - opens new window).

Custody policy (PDF 56 Kb - opens new window)

The aim of this document is to set out Force policy in respect of the treatment of persons held in detention at a Thames Valley Police custody facilities, irrespective of whether the provisions of the Police and Criminal Evidence Act 1984 (PACE) and other associated provisions apply or not.

Custody DIA (PDF 98 Kb - opens new window)

Custody CCTV (PDF 76 Kb - opens new window)

This policy gives information concerning the use of CCTV equipment to monitor and record activity within custody areas and cells. This policy is compliant with the Police and Criminal Evidence Act 1984 – Codes of Practice the Human Rights Act 1998 and the Regulation of Investigatory Powers Act 2000. It also takes account of draft Association of Chief Police Officers (ACPO) guidance on the use of CCTV

Custody CCTV - Diversity Impact Assessment (PDF 29 Kb - opens new window).

Smoking in custody suites (PDF 49 Kb - opens new window)

The purpose of this policy is to minimise, as far as practicable, the effects of smoke inhalation on both detainees and Custody Staff and all visitors to the Custody environment. It aims to minimise the risks of self-harm or fire in relation to the smoking of tobacco products. It also aims to provide guidance to Custody Staff in relation to the effects of nicotine withdrawal.

Smoking in custody suites - Diversity Impact Assessment (PDF 29 Kb - opens new window).

Policies beginning with the letter 'D'

Dealing with Victims and Witnesses - Internal investigations (PDF 54 Kb - opens new window)

The intention of this policy is to ensure appropriate advice and support is available to all members of Thames Valley Police staff involved in misconduct investigations. It is recognised that the needs of witnesses and victims will vary in nature and degree. Some may choose not to accept assistance at all whilst others may require greater emotional and practical support. Whatever their needs, there must be a system in place which is easily obtainable and user friendly.

Disabilities - Employment of People with Disabilities (PDF 90 Kb - opens new window)

Thames Valley Police is firmly committed to providing equality of opportunity for members of staff. To achieve this, the force will strive to create and maintain an environment in which there is respect for each individual and recognition of his or her needs, aspirations and feelings. This policy promotes and contributes to making TVP a fully inclusive organisation. Recruiting from a wider pool of talent will attract and retain the highest quality candidates and provide a better representation of the communities we serve.

Employment of People with Disabilities - Diversity Impact Assessment (PDF 75 Kb - opens new window).

Disciplinary Policy - Police Staff (PDF 74 Kb - opens new window)

The purpose of this policy is to encourage improvements in individual conduct as well as providing appropriate sanctions for any disciplinary breaches. It is designed to promote fair treatment of individual employees, to ensure the safe and effective operation of the organisation by providing a framework to address any lapses in conduct and encourages individual employees to achieve and maintain an acceptable standard.

The disciplinary procedures appended to this document apply to police staff employees, including Police Community Support Officers (PCSOs), of Thames Valley Police only. For the avoidance of doubt, they do not apply to police officers, self-employed contractors, agency workers or volunteers but do include police staff on probation. The procedures have been formulated in consultation with UNISON and have been agreed by the Chief Constable’s Management Team.

Disclosable Association Policy (PDF 94 Kb - opens new window)

The intention of this policy is that the reporting of suspected or known criminal associations will allow proper assessments of the risks to the employee and Thames Valley Police, allow control measures to be put in place where necessary and facilitate te provision of support and guidance.

Diversity in Employment Policy (PDF 103 Kb - opens new window)

The intention of this policy is to provide guidance for all officers and staff to be treated appropriately. The Force will not tolerate incidents of discrimination or harassment and all staff are expected to take appropriate measures to ensure that such incidences do not occur.

Please note this policy replaces the ‘Equal Opportunities in Employment' and 'Respect in the Workplace' policies.

Diversity in Employment - Diversity Impact Assessment (PDF 58 Kb - opens new window).

DNA Policy, Procedure and Guidance (PDF 85 Kb - opens new window)

Document sets out Force policy and procedures applicable to:

The taking of intimate and non-intimate samples of DNA for evidential purposes.
The routine taking of non-intimate body samples of DNA from people arrested for a recordable offence.
Intelligence led DNA screening.
Continuity of Exhibits and Exhibit Labels.

DNA Policy - Diversity Impact Assessment (PDF 130 Kb - opens new window).

Dogs – Use of Force Regarding Operational Use and Deployment (PDF 322 Kb - opens new window)

The prompt and proper utilisation of a trained police dog has proven to be a valuable resource for police forces across the UK. When correctly deployed they can substantially enhance the safety of both officers and the public, both in terms of protective action and search for vulnerable or wanted persons, property, explosives and/or drugs. Additionally, there is an increased likelihood of suspect apprehension, with a significantly reduced time-scale for any search of an area or building for such suspects. The intention of this policy is to give guidance to police staff in the operational use of police dogs, with particular reference to the use of force.

Domestic Abuse (PDF 101 Kb - opens new window)

The implementation of this policy is Intended to ensure that Thames Valley Police achieves a consistent and professional approach to policing incidents of domestic violence and domestic abuse within Thames Valley.

Driver Policy (PDF 156 Kb - opens new window)

The intention of this policy document is to provide all drivers with clear guidance in relation to the driving of vehicles for police related purposes. This policy has been formulated solely to establish and maintain a reasonable, practical, safe and responsible approach to our driving activities and to discharge our duty of care, both to the public and our employees by operating a safe system of work.

Driver Risk Management Policy (PDF 129 Kb - opens new window)

This policy details the methodology which Hampshire Constabulary & Thames Valley Police will use to manage & minimise the risks associated with operational police driving.Equality Impact Assessment - Driver Risk Management Policy (PDF 53 Kb - opens new window)

Policies beginning with the letter 'E'

E-fits – Production of (PDF 54 Kb - opens new window)

E-fits (computer generated representations of an unknown person) can be a valuable aid in detecting crime and it is important that they are generated in circumstances whereby the integrity of the image and witness are of the highest quality. To detail the procedures by which:

an Investigating Officer may request an E-fit of a suspect to assist an investigation and
an E-fit operator will arrange to compile an E-fit from a witness.

E-fits - Diversity Impact Assessment (PDF 40 Kb - opens new window).

E-mail and Internet Use (PDF 76 Kb - opens new window)

The intention of the policy is to give clarity to staff as to how and when they can access and make use of the Internet facility. In particular, the policy offers guidance to line managers who will supervise the use of this facility.

Electronic Communications Policy (PDF 192 Kb - opens new window)

This policy covers the use of all Force electronic communication systems both internal and external which are provided for business purposes. These include the intranet, internet and e-mail, and any process that uses these systems as an operating platform. The intention of this policy is to give staff and managers clear guidance on the use, and supervision of users, of these systems.

Diversity Impact Assessment Electronic Communications Policy (PDF 33 Kb - opens new window)

Employer Support for Special Constables

Thames Valley Police (TVP) is committed to a policy of promoting the Special Constabulary and providing support to members of staff who are also members of the Special Constabulary.

This Policy defines the methodology and framework by which TVP will manage support to staff completing Special constabulary training and duties.

Diversity Impact Assessment Employer Support for Special Constables (PDF 87 Kb - opens new window)

Employment of People with Disabilities (PDF 90 Kb - opens new window)

Thames Valley Police is firmly committed to providing equality of opportunity for members of staff. To achieve this, the force will strive to create and maintain an environment in which there is respect for each individual and recognition of his or her needs, aspirations and feelings. This policy promotes and contributes to making Thames Valley Police a fully inclusive organisation. Recruiting from a wider pool of talent will attract and retain the highest quality candidates and provide a better representation of the communities we serve.

Employment of People with Disabilities - Diversity Impact Assessment (PDF 75 Kb - opens new window).

Employment of Temporary and Fixed Term Employees (PDF 83 Kb - opens new window)

To provide a force wide policy framework in the employment of persons on fixed term contracts in order that legislation and Best Practice are followed.

Environmental Management (PDF 510 Kb - opens new window)

The intention of this policy is to ensure that all members of Thames Valley Police will endeavour to minimise the impact our operations and activities have on the environment. We will seek to protect the environment and strive to set an example to other organisations and the local community by ensuring compliance with all applicable environmental legislation.

Environmental Management - Diversity Impact Assessment (PDF 41 Kb - opens new window).

Exit Questionnaire and Interview (PDF 71 Kb - opens new window)

This policy seeks to provide Thames Valley Police with information about why individuals are leaving the organisation. It provides leavers with an opportunity to share their views by completing an anonymous questionnaire and/or attending an Exit Interview.

The policy complies with national requirements set out in the Home Office Circular 50/2005 – National Exit Interview Questionnaire.

Exit Questionnaire and Interview - Diversity Impact Assessment (PDF 252 Kb - opens new window).

Policies beginning with the letter 'F'

Family Liaison (PDF 136 Kb - opens new window)

The intention of this policy is to ensure the four main objectives of family liaison are achieved by:

appropriate deployment of Family Liaison Officers (FLOs) to individual cases.
supporting and supervising FLOs.

Firearms certification (PDF 89 Kb - opens new window)

The principle of the policy is to increase public safety and minimise the risk to the public from persons possessing legally held lethal weapons through a formal risk assessment process based on the professional experience of the firearms licensing team.

Firearms certification - Diversity Impact Assessment (PDF 41 Kb - opens new window).

Flexible Working For Police Officers and Police Staff (PDF 168 Kb - opens new window)

This policy is designed to explain the procedure to apply for flexible working.

Flexible working provides staff with options for:

how much time they work.
when they work.
where they work; and
having a break from work.

Flexible Working - Diversity Impact Assessment (PDF 52 Kb - opens new window).

Flying of the Force Flag (PDF 45 Kb - opens new window)

To provide for consistency in the use of the Force Flag, particularly following a death in service.

Force Risk Management (PDF 53 Kb - opens new window)

It is the policy of the Thames Valley Police Authority and the Chief Constable to adopt a pro-active approach to Risk Management consistent with the principles of Best Value and Corporate Governance.

Effective Risk Management leads to better policing and overall organisational excellence.

The intention of this document is to inform the staff and officers of Thames Valley Police about its risk management policy and accompanying strategy.

Force Security (PDF 87 Kb - opens new window)

This policy establishes the overarching protective security strategy for Thames Valley Police which is designed to counter security related threats to key business activities and assets.

Forensic Investigation Unit Attendance (PDF 49 Kb - opens new window)

This policy is set to maximise forensic science opportunities in accordance with the prevailing force priorities whilst balancing the demands of major and volume crime. The policy aims to achieve a balance between the investigational requirements and the potential for forensic yield at the scene.

The intention of this policy is to:

Support the Forensic Strategy and set out Force policy and procedures applicable to:

The types of crime that Scenes of Crime (SOC) can be expected to attend.
The appropriate level of SOC response to that crime.
Ensure a consistent approach to the use of Scenes of Crime and Volume Crime Scene Examiners across the force.
Make investigators and support staff aware of the probability of SOC attendance at a particular crime scene.
Maximise the potential for recovery of forensic evidence at crime scenes.

Policies beginning with the letter 'G'

Gifts and Gratuities (PDF 135 Kb - opens new window)

To provide all staff with guidance regarding how gifts and hospitality may be given or received and in what circumstances such gifts and hospitality should be declined. The policy also includes guidance on discounts, travel concessions and other potential conflicts of interest.

Gifts and Gratuities - Equality Impact Assessment (PDF 171 Kb - opens new window).

Grievance (PDF 67 Kb - opens new window)

The purpose of this policy is to resolve grievances. It aims to:

encourage open and honest communication so that grievances can be resolved quickly and at the appropriate level of management.
resolve grievances, rather than to establish guilt or innocence.
ensure that individual members of staff who feel aggrieved about the way they have been treated either by management or by their colleagues, are given the opportunity to express their views, and have the issues raised resolved in a fair and just manner.

Policies beginning with the letter 'H'

Hate Crime Policy (PDF 149 Kb - opens new window)

We recognise that Hate Crime is experienced by the individual and the community at large. Any form of Hate Crime will not be tolerated. This policy is in line with the forces strategic aims as a method for investigating every incident of Hate Crime across disability, faith, race and sexual orientation. We are seeking to reassure victims and communities, that the investigation of every hate crime will be undertaken to the highest standard using the latest policing methodology.

We have a professional duty to take positive action in relation to Hate Crime. This policy applies to all members of the extended Police family, Police Officers, Police Staff, and Special Constables, Police Community Support Officers (PCSOs), volunteer staff and those individuals that deal directly with members of the Public.

Health and Safety (PDF 179 Kb - opens new window)

The approach towards health and safety management will support Force aims through the promotion of a positive culture and application of a high standard in the management of health and safety, thereby reducing accidents, work-related injuries and sickness absence. This approach, which it is acknowledged will need to be balanced against available resources, will assist Thames Valley Police to achieve maximum effort and output from well trained, motivated police officers and staff with a high level of morale and pride in the fact that they belong to an organisation demonstrating such clear commitment to their well being.

Health and Safety - Diversity Impact Assessment (PDF 105 Kb - opens new window).

Honour based violence (PDF 125 Kb - opens new window)

The implementation of this policy is intended to ensure that Thames Valley Police achieves a consistent and professional approach to policing incidents of so-called honour based violence.

The intention is that this policy will:

Reduce the likelihood of future harm including, homicide, serious injury and acts of violence.
Identify and reduce the risk to adult and child victims from diverse communities within Thames Valley.
Maintain and enhance public confidence in the police response to any honour based violence incident or crime.
Facilitate the effective use of police powers and highlight national guidance and best practice to protect victims and potential victims from harm.

Honour based violence - Diversity Impact Assessment (PDF 74 Kb - opens new window).

Hospitality - Gifts and Gratuities (PDF 98 Kb - opens new window)

To provide guidance on the appropriate receiving or giving of gifts or hospitality for police and police staff.

Gifts and Gratuities - Diversity Impact Assessment (PDF 118 Kb - opens new window).

Hunt Policy (PDF 57 Kb - opens new window)

The intention of this policy is to ensure that Thames Valley Police provide an effective, measured and intelligence led response to hunts and hunt activity.

Policies beginning with the letter 'I'

Identification Procedures (PDF 89 Kb - opens new window)

The intention of the policy is to improve the service delivery, management and efficiency of identification procedures, including Covert procedures.

It outlines the Thames Valley Police response to identification procedures which are a necessary part of the investigation process and assist in the identification or elimination of suspects.

Identification procedures - Diversity Impact Assessment (PDF 31 Kb - opens new window).

Incident Attendance (PDF 72 Kb - opens new window)

To prioritise the police response to incidents reported to Thames Valley Police. The criteria established to assist this process is contained within this policy. All actions arising from this policy must be justified proportionate and the least intrusive.

Independent Advisory Group (PDF 268 Kb - opens new window)

This policy is written for staff and ‘Independent Advisors’ to assist in the establishing, administering and maintenance of Independent Advisory Groups (IAGs) at Force and Area level.

The fundamental reasons for this policy are: To create and maintain links into communities served by Thames Valley Police. To permit members of the public - who have gained recognition by the Force as an ‘Independent Advisor’ - to inquire ‘why Thames Valley Police is doing what it is doing’. Such should assist Thames Valley Police review its interaction with communities; better inform Thames Valley Police how best to address particular community issues, and to provide the appropriate policing to assist in the prevention and detection of crime.

Independent Advisory Group - Race Equality Impact Assessment (PDF 37 Kb - opens new window).

Independent Advisory Group - Diversity Impact Assessment (PDF 116 Kb - opens new window).

Information Security (PDF 85 Kb - opens new window)

This policy sets out the approach adopted to develop, manage and improve Information Security to ensure that information assets are properly protected against loss or compromise.

Integrity Testing (PDF 52 Kb - opens new window)

Recommendation 10 of the Her Majesty's Inspectorate of Constabulary (HMIC) report on Police Integrity (June 1999) states....”All forces should secure the proactive capacity to maintain integrity and high professional standards”. This policy sets out the rationale behind integrity testing and defines parameters and conditions for its use.

Integrity Testing - Diversity Impact Assessment (PDF 111 Kb - opens new window).

Internal Investigations – dealing with victims and witnesses’ (PDF 54 Kb - opens new window)

Internet and Email Protocols (PDF 76 Kb - opens new window)

To give clarity to staff as to how and when they can access and make use of the internet facility. In particular, this policy offers guidance to line managers who will supervise the use of this facility.

Interpreters and translators - use of (PDF 153 Kb - opens new window)

To ensure that all persons wishing to communicate information to any Thames Valley Police employee are able to do so free from any difficulties associated with language spoken, or difficulties relating to any other form of physical communication.

IT Security (PDF 100 Kb - opens new window)

To develop and improve IT Security to compliment measures required to protect information assets and minimise the opportunity for compromise.

Policies beginning with the letter 'J'

Jury service – police staff and police officer guidance (PDF 33 Kb - opens new window)

To provide guidance to Police Officers and Police Staff called for Jury Service.

Jury service - Diversity Impact Assessment (PDF 61 Kb - opens new window).

Policies beginning with the letter 'K'

There are currently no Thames Valley Police policies and procedures beginning with this letter.

Policies beginning with the letter 'L'

Lawful Business Monitoring (PDF 57 Kb - opens new window)

This policy relates to the Telecommunications (Lawful Business Practice) (Interception of Communications) Regulations 2000 which allows businesses, including public authorities, to intercept communications transmitted on their systems for certain purposes.

Lawful Business Practices - Diversity Impact Assessment (PDF 116 Kb - opens new window).

Learning and Development within Thames Valley Police (PDF 316 Kb - opens new window)

This policy sets out how training throughout Thames Valley Police will provide a consistent and quality service.

Learning and Development Equality Impact Assessment. (PDF 164 Kb - opens new window)

Policies beginning with the letter 'M'

MoPI Review, Retention and Disposal (PDF 71 Kb - opens new window)Management of Police Cycles (PDF 97 Kb - opens new window)

Management of Police Cycles - DIA (PDF 80 Kb - opens new window)

Management of Vehicles & Emergency Equipment (PDF 99 Kb - opens new window)

This policy is to be brought to the attention of all managers, supervisors, police officers and staff who are responsible for the management and/or operation of police vehicles and equipment. The policy stipulates the minimum emergency equipment scale, which must be carried at all times, and procedures for vehicle/equipment management and maintenance. Specialist OCU/departments/units should comply with this policy but it is recognised that they will have their own specific equipment needs, which are not covered within the policy.

Management of Vehicles & Emergency Equipment - DIA (PDF 40 Kb - opens new window)

Managing Organisational Change (PDF 92 Kb - opens new window)

In response to changes in our environment and policing priorities, Thames Valley Police has to alter its way of working and the services provided to reflect the requirements of the communities we serve. A consequence of this can be changes to our service structures including the displacement of some posts and staff. The purpose of this policy is to provide a framework for the fair and consistent management of organisational change and the staff affected by it.

Managing Organisational Change - DIA (PDF 84 Kb - opens new window)

Marking of Police Vehicles (PDF 154 Kb - opens new window)

Historically, Thames Valley Police, in-line with other forces, have operated two categories of vehicle livery - ‘Marked’ and ‘Unmarked’. The ‘Marked’ vehicles are the primary operational response vehicles whilst the ‘Unmarked’ vehicles are covert, secondary response or support vehicles. It is the intention of this policy to introduce a third category of ‘Corporately marked vehicles’.

Maternity - Police (PDF 340 Kb - opens new window)

The entitlement to Maternity provisions for police officers is granted by virtue of Regulations 29 and 33 of the Police Regulations 2003 and supporting Determinations.

Maternity - Police Staff (PDF 99 Kb - opens new window)

Entitlements to Maternity provisions are governed by Legislation (the Maternity and Parental Leave Regulations 1999, the Maternity and Parental Leave (Amendment) Regulations 2002), the Work and Families Bill 2006 and Thames Valley Police Staff Handbook.

Media Engagement Policy (PDF 123 Kb - opens new window)

The Thames Valley Police Media Engagement Policy is designed to provide officers and staff with a clear framework to enable open, transparent and consistent interaction with the media whilst ensuring professional conduct and integrity.

EIA Media Engagement Policy (PDF 95 Kb - opens new window)

Missing Person (PDF 73 Kb - opens new window)

This policy outlines the Thames Valley Police response to missing persons. It includes recommendations from the Home Office “Lost in Care - The Waterhouse Report” which relates specifically to children in residential care, and has been redrafted in the light of the Bichard and Flanagan reports, and the new national guidance from ACPO/NCPE.

Mobile Telephony and Voicemail (PDF 59 Kb - opens new window)

The intention of this policy is to outline staff responsibilities with regards to the use of mobile telephones and voice mail, in compliance with statutory duties incumbent upon Thames Valley Police.

Policies beginning with the letter 'N'

No smoking (PDF 48 Kb - opens new window)

The aim of this policy is to:

Achieve a healthy and safe working environment for all members of TVP, our visitors and detainees under our custody and control.
Thames Valley Police (TVP) recognises its responsibility to provide a safe and healthy workplace. The Force accepts the medical evidence that lung cancer, heart disease and other serious diseases are directly linked to smoking and the concerns raised of the effects of passive smoking on non-smokers.
The Health Act 2006 requires all enclosed work places and premises open to the public to be smoke free by the 01 July 2007.
The Health and Safety at Work Act 1974 requires TVP to take reasonable steps to ensure the health, safety and welfare of their employees at work.

No Smoking - DIA (PDF 48 Kb - opens new window)

No smoking in custody suites (PDF 49 Kb - opens new window)

Smoking in custody suites - DIA (PDF 29 Kb - opens new window)

Non-Injury Road Traffic Collisions (PDF 63 Kb - opens new window)

The purpose of this policy is to standardise reporting and recording of non-injury road traffic collisions, in a way which is consistent with the recommendations of the Policing Bureaucracy Taskforce, to increase the presence of uniformed officers in the community by:

removing unnecessary procedural burdens borne by front line staff
providing adequate support; and
revising working practices to enable them to give best value.

Policies beginning with the letter 'O'

There are currently no Thames Valley Police policies and procedures beginning with this letter.

Policies beginning with the letter 'P'

Part-Time Working Guidelines - please refer to Appendix C of the Flexible Working Policy for advice on Part-Time Working Guidelines (PDF 168 Kb - opens new window)Performance and development review policy statement (PDF 16 Kb - opens new window)

PDR policy statement - DIA (PDF 76 Kb - opens new window)

Police Elimination Database (PDF 65 Kb - opens new window)

Document sets out Force policy and procedure applicable to the provision and analysis of DNA samples submitted by police employees to the Police Elimination Database (PED).

Police Long Service & Good Conduct Medal (PDF 66 Kb - opens new window)

To define the eligibility criteria for the Police Long Service and Good Conduct Medal, and identify the circumstances when misconduct will result in issue being denied or deferred.

Police Long Service & Good Conduct Medal - DIA (PDF 77 Kb - opens new window)

Police National Computer - PNC (PDF 73 Kb - opens new window)

This policy aims to provide guidance and instruction on the use of the various applications that can be accessed on the Police National Computer and outline the procedures applicable to its use within Thames Valley Police. This policy should be read in conjunction with national PNC policy.

PNC Policy - DIA (PDF 74 Kb - opens new window)

Police Overtime Policy (PDF 114 Kb - opens new window)

The Overtime Policy will be used to assist the management of overtime and to ensure that its use is minimised, focused on operational priorities and that value for money can be demonstrated.

Police Staff Disciplinary Policy (PDF 115 Kb - opens new window)

Police Vehicle Collisions (POLACCS) (PDF 121 Kb - opens new window)

This Policy is designed to prevent collisions where members of the police service are involved and gives guidance to all staff, including investigating officers, managers and drivers, on a wide range of aspects. This includes standards of driving, what to do when things go wrong, action to be taken against our own drivers and others and measures that can be taken to prevent or ameliorate future incidents.

POLACC - DIA (PDF 84 Kb - opens new window)

Policing Cannabis Possession (PDF 80 Kb - opens new window)

The policy does not apply to offences of possession with intent to supply cannabis or any other supply offence.

The policy takes into account (i) the reclassification of cannabis from a Class B to a Class C drug by Schedule 2 of the Misuse of Drugs Act 1971 and (ii) the Serious and Organised Crime and Police Act 2005 (SOCAP) which amended Section 24 of The Police and Criminal Evidence Act 1984 (PACE). Possession of Cannabis under Section 5(2) Misuse of Drugs Act 1971, is an indictable offence, therefore, in common with many other offences a power of arrest, is provided by PACE.

Policy on Policy Making (PDF 128 Kb - opens new window)

To ensure that all policy development is conducted in a structured manner with final decisions as to adoption being ratified by the appropriate Chief Officer(s).

Policy on policy making REIA (PDF 37 Kb - opens new window)Policy on Policy Making - DIA (PDF 129 Kb - opens new window)

Poor Performance and Attendance (PDF 149 Kb - opens new window)

To provide support staff with information relating to the way in which the organisation intends to identify and deal with issues of poor performance, ill health and absence. In addition, it provides line managers and supervisors with a procedure for dealing with these issues in a fair and equitable manner, where the interests of both the organisation and the individual are taken into account.

Poor Performance and Attendance - DIA (PDF 59 Kb - opens new window)

Career Pathways and Posting - Police Officers - Policy

(PDF 137 Kb - opens new window)

The intention of this policy is to:-

Ensure that officers are deployed within Thames Valley efficiently and effectively to support both the corporate needs of the force and the delivery of policing services at a local level
Ensure that opportunities are provided to meet the needs of officers in terms of career development or location of posting
Provide a framework for the fair and consistent management of police officer postings

Career Pathways and Posting - Police Officers DIA (PDF 87 Kb - opens new window)

Production of E-fits (PDF 54 Kb - opens new window)

To detail the procedures by which:

an Investigating Officer may request an E-fit of a suspect to assist an investigation and an E-fit operator will arrange to compile an E-fit from a witness.

Professional Standards Reporting (PDF 165 Kb - opens new window)

All staff should feel a genuine obligation to report breaches of professional standards - their motivation arising from a desire to maintain the integrity of the Police Service, and with the knowledge that such action will be universally acknowledged as ‘doing the right thing.’.

This policy aims to set out the ways in which individuals within Thames Valley Police can engage in reporting the inappropriate behaviour of colleagues in a supportive and confidential environment

Professional Standards - DIA (PDF 129 Kb - opens new window)

Promotion for Police Officers (PDF 92 Kb - opens new window)

The intention of this policy is to provide a fair and effective framework for managing the police promotion process in Thames Valley Police in accordance with employment and equality legislation, and with requirements stipulated by the Police Promotions Examination Board (PPEB) and Police Regulations.

Property – Evidential and Non-Evidential policy (PDF 156 Kb - opens new window)

This policy describes procedures for the management of property items once in the temporary possession of police and assumes legal possession of the property on engagement with the policy. See Operating Manual of Procedures, Chapter - Property Seizure.

Property – Evidential and Non-Evidential policy - DIA (PDF 82 Kb - opens new window)

Public Events (PDF 69 Kb - opens new window)

The intention of this document is to ensure that Thames Valley Police provide an effective, measured response to Public Events on and off the Highway

Public Events Diversity Impact Assessment (PDF 164 Kb - opens new window)

Purchasing Policy (PDF 54 Kb - opens new window)

Public Sector expenditure is covered by a large range of Government legislation and accounting standards. In order that we comply with these the Force has Financial Regulations. This Policy supports those regulations and provides guidance on achieving this.

Procurement is the commitment of expenditure by the Force for the purchase of goods and or services. It can be carried out by budget holders as well as the Contracts Department provided the financial regulatory limits are complied with

This manual provides instruction to all staff who have any part in the selection of vendors for materials, the placement of the commitment to buy (e.g. the purchase order), the authorisation of that commitment and the receipt of the materials.

Policies beginning with the letter 'Q'

There are currently no Thames Valley Police policies and procedures beginning with this letter.

Policies beginning with the letter 'R'

Recruitment Policy (PDF 2.33 Mb - opens new window)

Thames Valley Police is committed to treating all recruits equally and to select the best person for each role. This policy promotes and contributes to making Thames Valley Police a fully inclusive organisation and improving the brand to attract a diverse workforce.

Recuperative and Restricted Duties (PDF 357 Kb - opens new window)

Sickness by police officers or police staff has a significant impact on the organisation and other staff, affecting performance and efficiency. Long periods of sickness can also have substantial effects on the individual who, over extended periods of time, will find it more difficult to return to work. In some cases feeling a lack of confidence or ability to perform their role, perceiving that their knowledge has been left behind and a feeling of not belonging. This document expands on, though linked to the existing TVP Sickness Management Policy and the Stress Management Policy.

Recuperative and Restricted Duties - DIA (PDF 114 Kb - opens new window)

Repeat Victimisation (PDF 62 Kb - opens new window)

To utilise a partnership approach to prevent repeat victimisation, in all its forms, whilst providing a victim centred response. To ensure that there is a consistent approach across the force in identifying and responding to repeat victimisation. To ensure investigating officers are aware of the links between repeat victimisation and the investigation of offences. To ensure an appropriate response to individual categories of repeat victimisation and raise the awareness of operational staff in respect of repeat victimisation and their responsibilities under this strategy.

Retirement (PDF 100 Kb - opens new window)

This retirement policy explains the rights of members of staff when they reach their Compulsory Retirement Age (CRA).

The normal retirement age for Police Staff is 65, which is the default retirement age set by the Regulations. In order to maintain an effective police service and because of the nature of the duties of a Police Officer, the Home Office has concluded that it is necessary and objectively justifiable to depart from the default retirement age of 65 for officers.

The new CRAs for Police Officers from 1 October 2006 are as follows:

Federated ranks (Constable – Chief Inspector) 60

Superintending / ACPO ranks 65

Please note that these arrangements will have no effect upon the length of service at which an officer can retire under the Police Pensions Regulations. Although many individuals may be happy to retire at the CRA, others may wish to apply to remain working for the Force. This policy sets out the procedure for making a request to remain at work beyond the usual CRA.

Retirement - DIA (PDF 84 Kb - opens new window)

Ride Along (PDF 92 Kb - opens new window)

The Ride-Along scheme was designed to provide the opportunity for people who are not police officers to experience operational policing first hand, for a defined purpose that fits within the policing objectives, Force aim and values.

Risk Management (PDF 84 Kb - opens new window)

To inform the staff and officers of TVP about its risk management policy and accompanying strategy.

Road Traffic Collisions – Non-Injury (PDF 63 Kb - opens new window)

removing unnecessary procedural burdens borne by front line staff
providing adequate support; and
revising working practices to enable them to give best value.

Policies beginning with the letter 'S'

Security Policies:

Force Security (PDF 87 Kb - opens new window)

Information Security (PDF 85 Kb - opens new window)

IT Security (PDF 100 Kb - opens new window)

Vetting (PDF 81 Kb - opens new window)

Security systems (Alarms Policy - ACPO)

TVP has implemented the national policy on responding to security systems. The policy aims to reduce the amount of time and money spent reacting to false calls, and puts the onus on the system user at the premises where alarms frequently go off to upgrade their security systems.

Serious Sexual Assault Investigations (PDF 58 Kb - opens new window)

The intention of this document is to provide policy and guidance to Police Officers, Special Constables and Police Staff, in respect of serious sexual assaults which will result in:

Improving the investigation of serious sexual offences
Improving treatment of victims who make allegations of serious sexual offences
Effective action against offenders so that they can be held accountable through the criminal justice system
Increase confidence in the criminal justice system and to encourage more victims to report serious sexual offences to the Police
Use existing national systems to record information and intelligence that will assist in the identification of linked serious sexual offences
Adopt a pro-active multi-agency approach in the development of services to victims to provide improved victim care throughout the investigation.

Serious Sexual Assault Investigations - DIA (PDF 55 Kb - opens new window)

Service Confidence Procedure (PDF 78 Kb - opens new window)

It is of paramount importance that the public and our staff have trust in the honesty and integrity of all members of the Thames Valley Police service. Thames Valley Police is committed to combating all forms of corruption within the organisation, and to ensure that the highest standards of ethical behaviour and integrity are observed. This policy has no legal standing but is based upon what is considered to be best practice. Additionally, this policy should follow the spirit of Article 6 of the ECHR, as incorporated into the Human Rights Act 1998, to ensure that parties involved in the process to which it applies are treated fairly.

This policy applies to all police officers, police staff, special constables, and PCSO’s. Although volunteers are not staff members and have no employment status, they are subject to the contents of this policy. Any volunteer who comes within the scope of this policy will be referred to the PVST Programme Manager to deal, in line with this procedure.

Service Confidence Procedure - DIA (PDF 110 Kb - opens new window)

No smoking (PDF 48 Kb - opens new window)

The aim of this policy is to:

Achieve a healthy and safe working environment for all members of TVP, our visitors and detainees under our custody and control.

Thames Valley Police (TVP) recognises its responsibility to provide a safe and healthy workplace. The Force accepts the medical evidence that lung cancer, heart disease and other serious diseases are directly linked to smoking and the concerns raised of the effects of passive smoking on non-smokers.

The Health Act 2006 requires all enclosed work places and premises open to the public to be smoke free by the 01 July 2007.

The Health and Safety at Work Act 1974 requires TVP to take reasonable steps to ensure the health, safety and welfare of their employees at work.

No Smoking - DIA (PDF 48 Kb - opens new window)

Smoking in custody suites (PDF 49 Kb - opens new window)

Smoking in custody suites - DIA (PDF 29 Kb - opens new window)

Special Constabulary – Time off for duties (PDF 68 Kb - opens new window)

To provide a force-wide policy framework to allow employees, who are also special constables, (paid) time off work for police duties and training. In this policy, the expression “time off” refers to time off for Special Constabulary duties.

Special Priority Payments (PDF 111 Kb - opens new window)

To define eligibility guidelines for SPPs, award categories and amounts, authorisation procedures,appeal and payment processes.

Special Priority Payments - DIA (PDF 49 Kb - opens new window)

Stop and search (PDF 65 Kb - opens new window)

Stop and search is a valuable tool in tackling criminality. However, its use must be carefully applied to ensure lawfulness and minimise disproportionality.

Stop and search manual (PDF 702 Kb - opens new window)

This manual has been designed to provide practical advice to police and police authorities on the subject of stop and search.

Stress management (PDF 107 Kb - opens new window)

The Stress Management Guidelines provides one of the key cornerstones upon which we can create, maintain and promote a healthy, safe and caring environment. Other associated and interlinked policies include: The Sickness Management Policy and the Blood Borne Diseases Policy.

Stress Management - DIA (PDF 90 Kb - opens new window)

Student Officers - Managing the Performance of Student Officers (PDF 84 Kb - opens new window)

The purpose of this policy is to set out arrangements guidelines for working constructively with student officers to assist them in achieving the standard of attendance and or performance required to allow them to satisfactorily be confirmed in appointment and to complete their National Occupational Standardscomplete their probation.

Student Officers - Managing the Performance of Student Officers (PDF 82 Kb - opens new window)

Support for Study (PDF 134 Kb - opens new window)

The intention of this policy is to provide financial assistance and/or study time to individuals pursuing learning for the purpose of professional development in subjects relevant to their duties and to the organisation

Support for Study - DIA (PDF 71 Kb - opens new window)

Suspension from Duty – Criteria (Police Officers and Special Constables) (PDF 71 Kb - opens new window)

To set out the criteria to be considered when making a decision whether or not to suspend an officer from duty.

Suspension from Duty - DIA (PDF 109 Kb - opens new window)

Policies beginning with the letter 'T'

Taken Into Consideration (TIC) (PDF 123 Kb - opens new window)'s: offences taken into consideration by the court

A defendant who has been arrested on suspicion of an offence may admit that offence to the police. The police may then invite them to confess to similar offences on the provisional understanding that these additional offences will not be prosecuted separately but will instead be brought to the attention of the court when sentencing for the main offence. The court can then decide whether to take these additional offences into account. These additional offences are known as offences taken into consideration and are commonly referred to as TICs. The court will generally increase the sentence because of the TICs, as these show that the offender has committed multiple offences.

However there are obvious practical advantages in the TIC system for the police, the victim and the suspect

From the point of view of the police, the CPS, the court and the victim, the advantages are

clearing up offences which might otherwise be unresolved
bringing closure to some victims and reducing 'fear of the unknown' in that they now know the police have the name and details of the offender
the ability to make a compensation order in appropriate cases

simplicity and cost reduction as there is no need for file-building or separate charges and proceedings.For the Defendant, the advantages are

clearing the slate so avoiding the risk of gate-arrest or arrest whilst at liberty but at an inconvenient time for them
although they are likely to receive an increased sentence because of the TICs, the additional penalty will be less severe than if the offences had been prosecuted separately.

Time off for Dependants - A short guide for Line Managers and Employers - A new guide will be published shortly

Time off for Dependants - DIA (PDF 58 Kb - opens new window)

Transsexual Members of Staff - Guidelines & Advice Relating to (PDF 89 Kb - opens new window)

The specific aims of the Guidelines are:

Ensure transsexual members of staff undergoing the gender reassignment process are treated with fairness and support in their recruitment, deployment and development.
Provide management guidance on the status of transsexuals in the UK and the issues faced by someone going through the gender reassignment process.
Detail the appropriate procedure to be followed when an individual declares their intention to undergo the gender reassignment process whilst in employment with the Force.
Provide guidance to staff in supporting transsexual colleagues.
Provide understanding for the need for confidentiality in respect of transsexual staff.

Travel and Vehicle Use policy (PDF 63 Kb - opens new window)

The intention of this policy document is to provide all officers and police staff with clear guidance in relation to business travel. The intention is to ensure the most economic use of travel resources whilst ensuring the following are fully met:

Minimise the VAT and income tax liability on the force and the individual.
Maximum availability of TVP vehicles for operational deployment and to avoid any additional charges to TVP or the individual by HMRC.
Minimal impact on the environment wherever possible.

Travel and Vehicle Use - DIA (PDF 29 Kb - opens new window)

Policies beginning with the letter 'U'

Unauthorised Encampments (PDF 259 Kb - opens new window)

This policy sets out the Thames Valley Police approach to managing the issue of unauthorised encampments, the police response in varying circumstances, and in particular the need to be involved as closely as possible with other bodies and agencies, where there is a legal basis for doing so, in responding to specific issues. Wherever possible, a multi-agency response should be considered, in accordance with protocols established by the Crime and Disorder Act 1998. Any information shared with partners should be governed by in Information Sharing Protocol which has been agreed by all parties involved.

Race Equality Impact Assessment (PDF 28 Kb - opens new window)

Policies beginning with the letter 'V'

Police Vehicle Collisions (POLACCS) (PDF 121 Kb - opens new window)

Vehicle Examinations Prohibition (PDF 407 Kb - opens new window)

The intention of this Policy is to ensure the safety of members of the public using the roads by effective and uniform enforcement of legislative powers made available to authorised examiners through the examination and if necessary, prohibition of further driving of those vehicles found to be dangerously defective.

Vetting (PDF 81 Kb - opens new window)

This policy adopts the requirements of the ACPO National Vetting Policy for the Police Community and provides a structured and accountable process for the vetting of all staff and non-police personnel working in support of the organisation.

It sets out a framework to support legal obligations including:

Official Secrets Acts – the need to protect information from unauthorised disclosure
Data Protection Act – the need to confirm the reliability of staff
Other legislation – the need to reduce the risk of theft, fraud or malfeasance

Victims and Witnesses - Dealing with During Internal investigations (PDF 54 Kb - opens new window)

Voice Recording (PDF 99 Kb - opens new window)

The intention of this document is to set out the policy of recording telephone calls and radio transmissions to and from the Control Rooms and PECs within the Thames Valley Police (TVP) area.

Voice Recording - DIA (PDF 32 Kb - opens new window)

Volunteer policy (PDF 118 Kb - opens new window)

It is the aim of this Volunteer Policy to clarify the important partnership between TVP and the Police Volunteer Support Team (PVST) volunteers, and provide the framework for a logical approach to volunteering across the Force. It brings together a wide range of both external and internal good practice, and demonstrates the commitment of the Force to develop an effective partnership that is of mutual benefit.

Vulnerable and Intimidated Witnesses* (PDF 59 Kb - opens new window)

This policy prescribes that police officers and police staff comply with the provisions of Part II of the Youth Justice and Criminal Evidence Act 1999, which creates a range of special measures designed to assist vulnerable and intimidated witnesses to give their best evidence in criminal proceedings. This policy does not deal with child protection procedures which are the subject of a separate policy. It does apply to children in relation to their eligibility for special measures. Race Equality Impact Assessment

Vulnerable and Intimidated Witnesses - Race Equality Assessment Matrix* (PDF 32 Kb - opens new window)

Policies beginning with the letter 'W'

Working Time Management (PDF 108 Kb - opens new window)

The Working Time Regulations (WTR) were introduced by the UK government in order to implement an EU Directive designed to safeguard the health and safety of workers. The Regulations specify minimum legal requirements on how working time should be organised. In line with Home Office guidance the Force is committed to compliance with restrictions and entitlements provided under the legislation. BCU/OCU Commanders and Heads of Department are accountable for ensuring compliance with this policy.

Working Time Management - DIA (PDF 40 Kb - opens new window)

Working Time Regulations (PDF 28 Kb - opens new window)